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S U C C E S S ION MA N AGE ME N T

Succession Management: Ensuring a Steady Supply of Great Leaders


Succession management continues to be a source of angst among organizations today. Despite all the buzz and advancement in succession planning, most organizations still: Lack ready backups for key roles. Promote or hire leaders outside of the succession process. Do not have high-potential leaders on their succession charts. Identify too many unqualified successors. Have identified successors and high potentials who do not make enough development progress year to year. Often, parts of an organizations succession puzzle work well. However, without every piece of the puzzle in place and connected to desired business results, succession management fails or falls short.

The Distinctive Elements


Full range of offerings and services In-depth expertise and global know-how Research and analytics-based frameworks Solutions that meet your specific needs, from start to finish Solutions that align with your existing systems and processes

Improve Analysis, Decisions, and Execution for Effective Succession

Too often, succession management is disconnected from other talent and business management processes, resulting Review and design of your internal in ineffective decisions and a lack of qualified leaders. But succession management processes when organizations focus on improving analysis, decisions, and execution, they can create a system that continually meets the needs of ANALYSIS DECISIONS EXECUTION their leaders and the organization. Individual We help you make Career Development sense of the whole system, assist your organization at any (or all) points Talent Talent Talent Review Business in the process, and Demand Supply (Gaps, Risks, Decisions) Optimization integrate each piece.
TALENT POOL WORK GROUP INDIVIDUAL

Talent Pool Development

Succession Management Primary Process

Consulting, Assessment, and Development to Meet Your Needs


Our wide array of succession services and products integrate with your existing processes to help you build a stronger succession management system.
S UC CESSION MANAG EM ENT CO NSULTI NG

Succession Management Process Consulting. Analyze internal processes, identify high-impact changes, design and implement new or improved processes and tools. Competency and Job Modeling. Clarify the capabilities most critical for future success in targeted leadership levels and roles. CEO/C-Suite Succession. Create a clear succession process, identify qualified candidates, and provide the right development and transition support.
L E AD ERSHIP ASSESSM ENT

Succession Assessments. Significantly improve selection, development, and succession decisions through state-of-the-art, simulation-based readiness and development assessments. Gain key insights into a leaders strengths, capacities, derailers, and development needs. TalentView of Leadership Transitions. Accurately identify highpotential leaders and accelerate their development through an easily administered, online assessment. Talent Reviews and Analytics. Objectively compare individuals and groups, gain clear insight into overall leadership potential, readiness, strengths, gaps, and development needs.
L E AD ERSHIP DEVELO PM ENT

WE CA N H E L P YO U :

Ensure immediate and long-term successors for critical roles. Understand your supply and demand for leadership talent now and in the future. Successfully identify, develop, and manage your high-potential leaders. Improve talent reviews and make consistently better leadership promotion, placement, and development decisions across the organization. Ensure your leaders make sufficient development progress to support succession plans. Quickly and successfully transition and onboard leaders into new roles. Engage and retain your key leadership talent. Implement strategies to reduce risk and remove leadership talent constraints on your business.

Executive Coaching. Partner with experienced coaches to define career goals and options, identify gaps, improve leadership capabilities, and accelerate successful preparation, transition, and onboarding into new roles. High-Potential Development Programs. Address the unique ways that high-potential leaders learn and work with engaging, experiential learning that includes action learning, blended learning, simulationbased workshops, peer coaching, and more.

Copyright 2011, Personnel Decisions International Corporation d.b.a. PDI Ninth House. All Rights Reserved. 2010 Personnel Decisions International Corporation d.b.a. PDI Ninth House. All Rights Reserved.

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To learn how we can help you strengthen your succession management system, please contact your local PDI Ninth House office or visit www.pdinh.com.